Influencia del bienestar laboral en la productividad de los colaboradores en empresa comercializadora de electrodomésticos en la ciudad de Barranquilla
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Fecha
2024
Autores
Cantillo Prent, Gisella Andrea
De la Espriella, Charris Natalia
García Mayoral, Saray Melissa
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Ediciones Universidad Simón Bolívar
Facultad de Administración y Negocios
Facultad de Administración y Negocios
Resumen
El bienestar laboral es un factor esencial que impacta de manera directa en la productividad de los empleados dentro de las organizaciones. El objetivo de esta investigación fue evaluar cómo el bienestar de los trabajadores influye en su productividad en una empresa comercializadora de electrodomésticos ubicada en Barranquilla. Para llevar a cabo este estudio, se adoptó un enfoque cuantitativo, utilizando encuestas dirigidas a una muestra de empleados, con la finalidad de explorar diversas dimensiones del bienestar laboral, tales como las condiciones de trabajo, la compensación, las relaciones interpersonales y el equilibrio entre la vida personal y profesional.
De acuerdo con los hallazgos de la investigación, se propuso la optimización de un plan de bienestar laboral que favorezca el desarrollo personal y profesional de los colaboradores. Este plan debe contemplar espacios de reconocimiento, mejorar la calidad de vida, y promover la salud física, mental y emocional de los trabajadores. De esta manera, se alcanzará un mayor rendimiento y eficiencia laboral. Además, un plan que incentive la mejora de las condiciones laborales puede generar en los empleados un mayor sentido de pertenencia hacia la organización, lo que a su vez reduce la rotación del personal y aumenta el rendimiento empresarial. Ofrecer beneficios como empleador, a través de reconocimientos o recompensas emocionales por los esfuerzos y logros de los empleados, contribuirá considerablemente al éxito y crecimiento tanto en el ámbito laboral como comercial.
Desde la óptica del empleado, un plan de bienestar laboral bien diseñado no solo incrementa la productividad, sino que también permite reconocer su esfuerzo y su valor dentro de la organización. Este tipo de plan fomenta un mayor sentido de pertenencia a la empresa, promueve una cultura organizacional positiva orientada al servicio al cliente y proporciona estabilidad laboral al incentivar la motivación y el bienestar general en el entorno de trabajo. Según la resolución 0112 del Ministerio de Justicia (2023), en su artículo primero, se establece que es responsabilidad del empleador garantizar condiciones y estrategias que mejoren la calidad de vida laboral de los empleados, lo que incluye espacios de integración con compañeros y familiares. Además, se debe desarrollar un plan de bienestar integral que contemple tanto los aspectos psicosociales como culturales, priorizando las necesidades de crecimiento y superación profesional de los trabajadores.
Esta investigación se conecta con la línea de investigación del capital humano, pues su propósito fue determinar cómo el bienestar laboral incide directamente en la productividad de los colaboradores. El capital humano, entendido como el conjunto de habilidades, conocimientos y capacidades de los empleados, es un factor crucial para el éxito de cualquier organización. Este estudio contribuyó a la comprensión de cómo el bienestar laboral no solo mejora la calidad de vida de los empleados, sino que también potencia su desempeño y el rendimiento global de la empresa comercializadora de electrodomésticos en Barranquilla. Los resultados obtenidos en este estudio revelaron que un mejor bienestar laboral está estrechamente vinculado con un incremento en la productividad de los
colaboradores. En conclusión, las organizaciones deben fomentar estrategias que mejoren el bienestar de sus empleados, ya que esto puede traducirse en un mejor desempeño y, por lo tanto, en mejores resultados para la empresa.
El bienestar ha sido reconocido como un derecho fundamental para todas las personas, ya que la Declaración Universal de los Derechos Humanos de 1948 establece que todos los individuos tienen derecho a una vida digna, un derecho que también debe extenderse a sus familias, abarcando aspectos como la salud y el bienestar (Artículo 25, Declaración Universal de los Derechos Humanos, 1948).
Según Rodríguez y Reyes (2010), el bienestar laboral para los trabajadores se define como el sentirse satisfechos con su desempeño, valorar las condiciones de su entorno laboral y experimentar el sentido de pertenencia y seguridad que les otorga su organización. Además, se relaciona con la posibilidad de obtener beneficios y crecimiento personal que son percibidos como significativos en su desarrollo dentro de la empresa. Esto implica que el trabajador, al estar bien en su ambiente laboral, puede incrementar su productividad al realizar las tareas asignadas, lo cual no solo beneficia al colaborador, sino también al empleador, contribuyendo al cumplimiento de presupuestos y metas establecidas.
En el contexto del objeto de estudio, en las empresas comercializadoras de Colombia, el bienestar laboral se ha convertido en un elemento esencial para asegurar la sostenibilidad y el éxito organizacional. En un entorno caracterizado por la alta competencia y constantes cambios, algunas empresas han reconocido que el bienestar de sus empleados no solo mejora la satisfacción y la retención del personal, sino que también impacta positivamente en la productividad y la calidad
del servicio ofrecido. Sin embargo, aún existen empresas que no dan la debida importancia a este aspecto. Por ello, es fundamental que las organizaciones implementen estrategias efectivas de bienestar laboral que favorezcan el equilibrio entre la vida personal y profesional, y que promuevan un clima organizacional seguro y saludable. Las empresas que priorizan el bienestar laboral suelen experimentar menores tasas de rotación y un mayor compromiso de sus empleados, lo que se traduce en un mejor rendimiento general de la organización
Workplace well-being is a key factor that directly impacts employee productivity within organizations. The objective of this research was to assess how workers' well-being influences their productivity in a home appliance distribution company located in Barranquilla. To carry out this study, a quantitative approach was adopted, using surveys directed at a sample of employees, with the aim of exploring various dimensions of workplace well-being, such as working conditions, compensation, interpersonal relationships, and the balance between personal and professional life. According to the findings of the research, the optimization of a workplace well- being plan was proposed, one that favors the personal and professional development of employees. This plan should include spaces for recognition, improve quality of life, and promote the physical, mental, and emotional health of the workers. In this way, higher performance and labor efficiency will be achieved. Additionally, a plan that encourages the improvement of working conditions can generate a greater sense of belonging to the organization, which in turn reduces employee turnover and increases business performance. Offering benefits as an employer, through recognition or emotional rewards for employees’ efforts and achievements, will significantly contribute to the success and growth in both the labor and commercial sectors. From the employee's perspective, a well-designed workplace well-being plan not only increases productivity but also allows recognition of their efforts and value within the organization. This type of plan fosters a greater sense of belonging to the company, promotes a positive organizational culture focused on customer service, and provides job stability by incentivizing motivation and overall well-being in the work environment. According to Resolution 0112 by the Ministry of Justice (2023), Article 1, it is the employer's responsibility to ensure conditions and strategies that improve the employees' quality of work life, which includes creating spaces for integration with coworkers and families. Furthermore, an integral well- being plan should be developed, taking into account both psychosocial and cultural aspects, prioritizing the employees' needs for growth and professional advancement. This research is linked to the field of human capital research, as its purpose was to determine how workplace well-being directly affects employee productivity. Human capital, understood as the set of skills, knowledge, and abilities of employees, is a crucial factor for the success of any organization. This study helped to understand how workplace well-being not only improves employees' quality of life but also enhances their performance and the overall productivity of the home appliance company in Barranquilla. The results of this study revealed that better workplace well-being is closely associated with an increase in employee productivity. In conclusion, organizations must foster strategies to improve the well- being of their employees, as this can translate into better performance and, therefore, better results for the company. Well-being has been recognized as a fundamental right for all people, as the Universal Declaration of Human Rights in 1948 established that all individuals have the right to a dignified life, a right that must also extend to their families, encompassing aspects such as health and well-being (Article 25, Universal Declaration of Human Rights, 1948). According to Rodríguez and Reyes (2010), workplace well-being for employees is defined as being satisfied with their performance, valuing the conditions of their work environment, and experiencing the sense of belonging and security provided by their organization. It is also related to the opportunity to obtain benefits and personal growth, which are perceived as significant in their development within the company. This implies that when the employee is well in their work environment, they can increase their productivity by carrying out the tasks assigned, which benefits both the employee and the employer, contributing to the fulfillment of budgets and goals set. In the context of this study, for home appliance distribution companies in Colombia, workplace well-being has become an essential element to ensure organizational sustainability and success. In an environment characterized by high competition and constant change, some companies have recognized that employees' well-being not only improves satisfaction and retention but also positively impacts productivity and the quality of service offered. However, some companies still do not give sufficient importance to this aspect. Therefore, it is critical that organizations implement effective workplace well-being strategies that support the balance between personal and professional life and promote a safe and healthy organizational climate. Companies that prioritize workplace well-being tend to experience lower turnover rates and greater employee engagement, which translates into better overall organizational performance
Workplace well-being is a key factor that directly impacts employee productivity within organizations. The objective of this research was to assess how workers' well-being influences their productivity in a home appliance distribution company located in Barranquilla. To carry out this study, a quantitative approach was adopted, using surveys directed at a sample of employees, with the aim of exploring various dimensions of workplace well-being, such as working conditions, compensation, interpersonal relationships, and the balance between personal and professional life. According to the findings of the research, the optimization of a workplace well- being plan was proposed, one that favors the personal and professional development of employees. This plan should include spaces for recognition, improve quality of life, and promote the physical, mental, and emotional health of the workers. In this way, higher performance and labor efficiency will be achieved. Additionally, a plan that encourages the improvement of working conditions can generate a greater sense of belonging to the organization, which in turn reduces employee turnover and increases business performance. Offering benefits as an employer, through recognition or emotional rewards for employees’ efforts and achievements, will significantly contribute to the success and growth in both the labor and commercial sectors. From the employee's perspective, a well-designed workplace well-being plan not only increases productivity but also allows recognition of their efforts and value within the organization. This type of plan fosters a greater sense of belonging to the company, promotes a positive organizational culture focused on customer service, and provides job stability by incentivizing motivation and overall well-being in the work environment. According to Resolution 0112 by the Ministry of Justice (2023), Article 1, it is the employer's responsibility to ensure conditions and strategies that improve the employees' quality of work life, which includes creating spaces for integration with coworkers and families. Furthermore, an integral well- being plan should be developed, taking into account both psychosocial and cultural aspects, prioritizing the employees' needs for growth and professional advancement. This research is linked to the field of human capital research, as its purpose was to determine how workplace well-being directly affects employee productivity. Human capital, understood as the set of skills, knowledge, and abilities of employees, is a crucial factor for the success of any organization. This study helped to understand how workplace well-being not only improves employees' quality of life but also enhances their performance and the overall productivity of the home appliance company in Barranquilla. The results of this study revealed that better workplace well-being is closely associated with an increase in employee productivity. In conclusion, organizations must foster strategies to improve the well- being of their employees, as this can translate into better performance and, therefore, better results for the company. Well-being has been recognized as a fundamental right for all people, as the Universal Declaration of Human Rights in 1948 established that all individuals have the right to a dignified life, a right that must also extend to their families, encompassing aspects such as health and well-being (Article 25, Universal Declaration of Human Rights, 1948). According to Rodríguez and Reyes (2010), workplace well-being for employees is defined as being satisfied with their performance, valuing the conditions of their work environment, and experiencing the sense of belonging and security provided by their organization. It is also related to the opportunity to obtain benefits and personal growth, which are perceived as significant in their development within the company. This implies that when the employee is well in their work environment, they can increase their productivity by carrying out the tasks assigned, which benefits both the employee and the employer, contributing to the fulfillment of budgets and goals set. In the context of this study, for home appliance distribution companies in Colombia, workplace well-being has become an essential element to ensure organizational sustainability and success. In an environment characterized by high competition and constant change, some companies have recognized that employees' well-being not only improves satisfaction and retention but also positively impacts productivity and the quality of service offered. However, some companies still do not give sufficient importance to this aspect. Therefore, it is critical that organizations implement effective workplace well-being strategies that support the balance between personal and professional life and promote a safe and healthy organizational climate. Companies that prioritize workplace well-being tend to experience lower turnover rates and greater employee engagement, which translates into better overall organizational performance
Descripción
Palabras clave
Bienestar laboral, Productividad, Organizaciones, Rotación de personal, Influencia, Colaboradores, Compensación, Relaciones interpersonales, Equilibrio entre vida personal y profesional, Plan de bienestar
